International assignments involve far more than tax and immigration. They also determine which country’s social security system applies to the employee and, consequently, entitlement to benefits such as healthcare, sickness benefits, parental leave, pensions, unemployment insurance and occupational injury coverage.
Social security and EURES rights are some of the most important – and often most overlooked – aspects of international employment.
At Relocare, we help companies determine the correct social security position before employees start working across borders, ensuring compliance while protecting both the employee and the employer.
Many organisations associate social security with obtaining an A1 certificate.
In reality, the A1 certificate is only the final documentation.
The real challenge is determining which country’s legislation applies, and if the application should be filed under article 12, article 13, or if an extension under article 16 is a possibility, as example.
Even small changes to an employee’s work pattern, home office arrangements or business travel can affect social security obligations, employer contributions and payroll responsibilities.
Our specialists assess the entire employment situation to ensure that the correct legislation is applied before any application is submitted.
Social security should never be assessed in isolation.
It is closely connected to taxation, immigration, payroll, employment law and international compliance.
An incorrect assessment may result in:
Relocare provides strategic advice that brings all compliance disciplines together into one coordinated solution.
We advise on:
Reliable compliance starts with reliable data.
Relocare Compliance App enables employees to register business travel in less than 30 seconds while providing HR and Global Mobility teams with a complete overview of travel activity, estimated travel days and supporting documentation for EU/ EEA.
The platform supports:
The Compliance App supports our advisory services by providing accurate data, documentation and visibility throughout the entire compliance process.
Read more about Relocare Compliance App here:
https://relocaretech.com/
Social security compliance is not about completing forms.
It is about making the right decisions before employees start working internationally.
Relocare combines legal expertise, Global Mobility advisory services and digital compliance technology to help companies manage international employment with confidence.
From strategic advice to documentation, we bring everything together in one integrated solution.
European social security coordination is about much more than deciding in which country social security contributions should be paid.
The EU and EEA coordination rules are designed to ensure that people who move, live or work across European borders do not lose the social security protection they have built up simply because they move from one country to another.
Periods of insurance, employment or residence completed in different countries can, where applicable, be taken into account when determining entitlement to social security benefits. The rules coordinate access to areas such as unemployment benefits, sickness benefits, maternity and paternity benefits, pensions, healthcare and other social security rights.
Certain benefits may also be exported from one country to another. For example, under specific conditions, a person receiving unemployment benefits may retain those benefits for a limited period while looking for work in another EU/EEA country. Child maternity leave can be transfered from one country to the next.
In this way, European coordination helps employees carry important elements of their social security protection with them when their working life crosses borders.
Social security is therefore not only a compliance obligation for the employer. It is an important part of the employee’s financial security and peace of mind.
EURES complements this framework by supporting free movement of workers and providing practical information about living and working in other European countries, including employment conditions and social security.
At Relocare, we help employers and employees understand how these European rules apply in practice – from determining the applicable social security legislation and obtaining A1 certificates to understanding how a cross-border move or working pattern may affect the employee’s wider social security position.
Our specialists in EU/ EEA social security and global social security coverage is here to help you.
